Once you’ve set out the benefits of investment in HR tech, it’s time to identify the key decision makers and have a positive influence on the direction they choose. To make a successful business case, you need to consider stakeholder interests, the benefits that appeal to them most and the difference the new system will make to their working life.
Who they are Technology never stands still. To make sure your business has the capability to integrate a new system, you should seek the guidance of your IT Director, Chief Information Officer or equivalent. Security, integration and support requirements fall under their expertise and by involving them early on you can avoid investing time in technology that doesn’t meet your requirements.
What motivates them They’ll be looking to cut costs, improve security, bolster privacy, reduce the number of suppliers and systems they have and simplify IT complexity. They’ll also be looking to update out-of-date legacy systems.
Who they are Investing in a new HR or People system can provide exceptional business value. Your Finance Director, Chief Financial Officer or equivalent will want to know the costs, the ROI and that the procurement process is being well managed. Having their involvement from day one will ensure every expense is accounted for. In fact, the system is likely to mean significant savings in the long term. Ensure these are communicated clearly - as well as the financial risks of not investing in new HR technology.
What motivates them They’ll be looking to achieve cost savings, increase productivity, improve risk management and increase visibility and insights across the organisation. They’ll also be looking to update compliance.
Who they are Today, businesses have an increasing legal responsibility to handle data securely. Your legal, risk and compliance department (or similar) will have a keen interest in the capabilities and security of any new technology and any areas that fall under the business’ regulatory commitments.
What motivates them They’ll be looking to identify potential risks and ensure data protection standards are upheld. They’ll also be looking to adhere to all regulations across the organisation.
Who they are The most important people to talk to about the new HR system are those that will use it frequently: employees and members of your HR team. Find out what would make a real difference to their working day, what they want from a new system and what they find frustrating about the old one. By getting people involved in the decision-making process, you can create keen advocates for change before you invest in the technology.
What motivates them They’ll be looking to improve people management, talent management and employee experiences. They’ll also be looking to improve self-service, benefits management, compliance, workflow, recruiting, on-boarding and employee life-cycle. For your people, they’ll likely see the advantages of a system that’s intuitive and easy to use – and makes things like booking paid time off as easy as other apps they use in their lives outside work.
Who they are It’s important to take ownership of the decisions that influence your department. However, your Chief Executive Officer or Managing Director will expect to be made aware of changes to how the business operates. It’s advisable to ask them about any objectives they’d like you to meet. This also provides a good opportunity to highlight the important work HR is doing for the business. CEOs and leaders of fast-growth progressive organisations know the value of investing in their people - so make sure you highlight the benefits of doing so to them.
What motivates them They’ll be looking to reduce overall overhead costs and to make the organisation into a more agile and competitive player. They also need increased visibility and insights across the business.
